The impact of implementation intentions on the transfer of training from a management development program

Abstract

The aim of this study is to further develop our understanding of transfer of training by introducing an additional post training trans fer intervention of implementation intentions. This enhances the substantial developments made by goal setting theory but concen trates on goal achievement rather than simply goal setting. Whilst goal intentions specify what a person wants to achieve, implemen tation intention specifies the behaviour to be performed and the situational context it is to be performed in. This is a qualitative study based on a management development program being delivered in one UK Higher Education Institute. Data was collected from reflec tive learning journals and semi structured interviews with 15 parti cipants. Findings indicate that the use of an implementation intention statement encouraged transfer in 67% of the participants. This is a higher figure than any other study not using implementa tion intentions, has previously recorded. This study therefore advances scholarship in the field of Human Resource Development (HRD) and especially transfer of training. It also pro vides practical utility for organisations looking to gain a return from their investment in HRD.